26 Aug
Different
[email protected] Leadership

We’re All Different

Strength lies in differences, not in similarities.
—Stephen Covey

Chances are your work culture is comprised of individuals that are not from the same “mold”; we’re all different in a variety of ways. What matters is how we embrace and leverage those differences.

As a leader, how and what are you doing to help others create and support an environment comprised of a variety of work styles and differences?

A few weeks ago we talked about a multi-generational workforce. Did you feel there were noticeable differences in styles and behaviors? Some feel yes, others say no.

We’ll add to those differences. Consider values, practices, traditions, race/ethnicity, religion and gender in addition to age. Now think about preferred styles such as Myers-Briggs, DiSC, Listening, and Managing Conflict. The differences are endless!

We all have biases and filters. What we suggest is taking the time to examine those biases and recognize the impacts on our relationships and mindset. Studies show that differences enhance learning; growth occurs when we listen, process, and understand things from a different perspective. We also have to understand that our way isn’t the only way!

We like to use leadership assessments that identify preferred styles and find this invaluable for teams and colleagues. The first step is becoming self-aware, and then we need to be cognizant of the styles of others.

Take the time to learn about teammates, colleagues, your boss, and others within your workplace. Share your background and what’s important to you and learn what’s important to others.

Listen to one another, openly exchange opposing perspectives, and treat all views respectfully and with an open mind!

We’re all different! Appreciate those differences and watch individuals and teams achieve more.

Our differences are our strength as a species and as a world community.
–Nelson Mandela

19 Aug
Job Change
[email protected] Career, Change

Are You In The Position To Accept A New Job?

Find out what you like doing best and get someone to pay you for doing it.
–Katharine Whitehorn

You like the company you’re currently working for. There are great benefits, your skills are adding value, your work ethics are a good fit, and now you’ve been recognized for your contributions and are being offered a promotion.

You say “yes”, and your boss says “not so fast”.  What?

If you are offered a job change internally (could be a promotion or a lateral move that suits your career plan), could your boss hold you back? What if there’s no one to fill your position and the work must be done? It does not happen often, but it does occur, and your move could be held up.

As a leader, if key members of your team are aspiring to do more, (ex. get promoted or enhance their skills by joining another team), are you prepared to replace them?

It’s a good idea to have serious chats not just related to development planning, but also about career desires and succession planning.

As a leader, start by assessing:

  • What are the critical skills that each team member possesses? Are any unique to that person
  • Who could fill those positions when movement occurs?
  • Is cross training an option?
  • Would delegating differing roles test out and strengthen the pool of candidates?

Before a team member does indeed move on, engage your high performers and your colleagues and obtain their thoughts about possible internal candidates.

  • Who could be a good fit for your team?
  • Do they have an attitude and mindset that aligns with that of the team?
  • Can they relate well with others?
  • Do they listen and are they collaborative?
  • Will they put the needs of the team before their own needs?
  • How will the work culture be improved?

If one of your key team members is given a career opportunity, are you prepared for them to accept that new job?

Opportunities don’t happen, you create them.
—Chris Grosser

12 Aug
Changing Workforce
[email protected] Change

Are Workers Today Different?

Your workplace is its own unique culture. It is a community made up of people with many different backgrounds, perspectives, work styles and expectations. Each generation is valuable to your team for different reasons just as their values often differ from each other… or do they?
–Balance Concierge

When we ask “Are workers different today”, we’re not addressing changes made due to covid, but rather changes in the work culture and the transition from the Baby Boomer population to the Centennials.

If your workplace consists of a blend of multi generations, do you believe there are noticeable differences in styles and behaviors? 5 generations have been identified with the approximate associated years below. (Note: different studies show differing ranges)

  • Silent Generation – born during the Great Depression and WWII (1925-1945)
  • Baby Boomers                        (1946-1964)
  • Generation X                          (1965-1980)
  • Millennials or Generation Y   (1981-1996)
  • Centennials or Generation Z  (1997 – )

The intent is not to label people, but rather share the perceptions of what each generation is known for.

The Silent Generation was considered hard working, optimistic, accountable, financially savvy, and optimistic about the future.

Baby Boomers are considered to have strong workplace and family ideals and traditions, are relatively active, have adapted to changes in technology, and generally do not change places of employment.

Gen X folks are thought to live in the present, like to experiment, desire immediate results, may question authority, and have embraced the internet. They also like teamwork and strive for harmony and trust in the workplace.

Gen Y / Millenials are considered a global generation with connections around the world with shared values.  They are self-confident and committed, are tech savvy, and are not afraid to change jobs.

Gen Z / Centennials are the youngest in the labor market. They prefer the digital world and remote work, are considered innovative and pragmatic, and may be hard to retain as employees.

Do you think workers today are different? Has your leadership style evolved over the years? Knowing the strengths and preferences of those you lead, regardless of the generation, will help your workplace thrive and grow.

Every age group contains people who are different, people who are
extroverts, introverts, over achievers and underachievers.—Allessia Musso